裁员也需要规划!（Layoffs also need planning!）.docVIP

裁员也需要规划!（Layoffs also need planning!） Layoffs also need planning! Layoffs also need planning! 2008-12-20 15:15:56 Downsizing is a systematic project, and managers must focus on the key points of the whole operation, robust implementation and timely control. Further, it will be found that the resistance in the process of downsizing is usually inversely proportional to the quality of corporate culture. Then there is the saying that downsizing is more reflective of a corporate culture than hiring. In the past 2005, a round of layoffs ensued, spreading from multinational corporations to domestic companies. At the beginning of the Deutsche Bank announced the layoff of 5200 people, ut Starcom, HP plans to lay off 1400 people; 1900 employees voluntary turnover, KYOCERA cut 1700 employees, BBC cut 20% employees, Ericsson closed CDMA business layoffs of 250 people...... When we are surprised why the recent layoffs in May when the IBM bloodbath europe global million layoffs, SIEMENS mobile phone sales in June 80% were fired, July SANYO loss is more than 10000 layoffs and other amazing news came, the signs of layoffs in 2005 once again enveloped global business. No one has seen so many layoffs this year, nor has there been so many years for employees to feel so deeply: they are usually regarded as tasteless jobs, or very precious. With the white-collar workers who are on the regular day, the petty bourgeoisie is constantly being sacked, and the staffs sense of security and confidence in the company are still being challenged. In the face of surging layoffs, as well as increasing uncertainty, it is necessary for company management to master more professional knowledge and methods of downsizing. As a consulting firm with senior professional experience in human resource management, the company put forward the concept of downsizing for 100 days. The program takes 100 days as a whole period of time, and divides the action into three stages, namely, planning in advance, executing in